Goal Standards define the desired levels of achievement for each goal. You establish predefined criteria for different performance levels, such as:

• Exceeded Expectations (5 points):
  The employee has exceeded the goal by achieving more than 100% of the target. This indicates outstanding performance, where the employee has gone above and beyond the set expectations and contributed additional value.
• Met Expectations (4 points):
  The employee has achieved 100% of the goal. The target has been fully met, and the employee performed effectively within the required standards for the goal.
• Slightly Below Expectations (3 points):
  The employee achieved between 80% and 99% of the goal. While the goal was nearly reached, there were minor gaps in performance that could be improved.
• Moderately Below Expectations (2 points):
  The employee achieved between 60% and 79% of the goal. This reflects a notable shortfall in performance, with several key aspects of the goal not being met.
• Far Below Expectations (1 point):
  The employee achieved less than 60% of the goal. Significant improvement is needed as the goal was largely unmet, and performance fell far below the required standard.

Each standard is associated with a specific number of points. When an employee achieves or surpasses a particular standard, they earn the corresponding points. These points provide a clear and objective measure of their performance against set targets, contributing to their overall performance evaluation and potentially influencing rewards or recognition.